The HR Strategy is the most important formal document in Human Resources. It offers help in difficult and tough decisions and helps to set the goals for individual employees in Human Resources.
The HR Strategy has to be attractive and it has to have an influencing impact on employees as they can do planning of actions and initiatives with the strategic goals in their mind.
But in reality, you can visit a lot of companies and you try to ask HR Managers about their own HR Strategy. They will start to shout the „strategic“ sentences with no deeper meaning.
The issue with the HR Strategy is mainly about the general sentences in the HR Strategy. HR Employees heard them many times and they know, the sentences have no real impact on the daily operation of Human Resources.
The HR Strategy needs its translation layer provided by the HR Management Team. The managers have to be unified about the HR Strategy and they have to be able to explain all the details coming from the HR Strategy. The employees can be confused sometimes by the decisions taken, but the managers have to be able to explain the alignment of the decision with the HR Strategy.
The HR Strategy has to live. The managers have to know the details, they have to be unified around the HR Strategy and they have to know, how to apply the strategy into daily decisions.
When the HR Strategy is a nice document to be shown to the external audience from the company, it will never be fully implemented as the employees will be lost in the document and the sentences will have no strategic meaning for them.
